National Association of Special Education Teachers: Computer Hardware and Software for Special Education #computer #software,

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IEP Goals, Objective and Activities

NASET has created a simple, and easy to use application for the iPad and iPhone. The IEP Goals, Objectives Activities App provides a convenient tool to easily choose and build a student’s list of IEP Annual Goals, Short Term Objectives, and Behavioral Objectives.

In order to do this, you will be able to choose from:

  • Numerous Annual Goal areas;
  • Over 100 Short Term Objectives
  • Almost 5,000 Behavioral Objectives

Plus, this app allows you to:

  • Plan each student’s educational curriculum
  • Develop, from a list of over 2,700 Suggested Activities, enrichment experiences to enhance student development
  • Export the assembled annual goals, short term objectives and behavioral objectives for each student via email

Failure Free Reading’s materials include a unique combination of print, talking software, and teacher directed lessons. Classroom kits include teacher’s manual, reinforcement activities, student workbooks, independent reading booklets, instructional readers, flashcards, parent communication letters, certificate of accomplishments, and more. Software includes spelling, listening comprehension, story books, language development, reading comprehension activities and more. The software also has Spanish resources for teaching English to Spanish speaking students.

Failure Free Reading uses a model of repetition, control, and feedback – integrating teacher, text, and technology. The program is integrated and coordinated to provide multiple exposures in multiple contexts. Students read material that is designed to be of interest to students in their grade/age level; the logic of the program is that at each and every level, repetition, semantic support in the form of word meaning and word pronunciations, and the “additive” principle of sentence complexity (which is relaxed in grade 3 and above) provide the scaffolding that helps students cope with the texts.

Progressive Academic Learning Systems (PALS)

ABA/Discrete Trial Educational CD

  • Educational software for school and home
  • 168 lessons
  • 44,000+ tasks
  • Supports school curriculum standards
  • Spanish version available

SofDesign International, Inc.
701 E. Plano Pkwy
Suite 500
Plano, Texas 75074
Phone 972.644.0098
Fax 214.722.1500

Parrot Software
P.O. Box 250755
West Bloomfield, MI 48325
Phone: 1-800-727-7681
FAX: 248-788-3224
International: 1-248-788-3223

Computer software and more at special

teacher only prices. Proof of employment as

a teacher required to purchase products at their

LEAPS – Online Resources for Behavior Remediation

Provenio’s flagship product, LEAPS, (Life Excelerator/Assessment of Personal Skills) consists of a research-based interactive library covering 109 coping, adapting and functioning life skills. LEAPS’ assessment tool allows instructors to assess each individual student’s instructional needs and prescribes a personalized instructional program for the behavior component of the IEP process.


2006/2007 National Association of Special Education Teachers. All rights reserved

HITECH Act Assures Meaningful Use – Care Some – Health Law Gurus #hitech #act #meaningful

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HITECH Act Assures Meaningful Use Care Coordination For Some

Brandon Danz, M.P.A.

The passage of the ARRA HITECH Act in 2009 fostered significant advancements in patient engagement and care coordination by incentivizing primarily physical health providers and acute care hospitals to make smarter use of technology. Specifically, the Act provided funding for eligible providers and hospitals to adopt electronic health records (EHR) and then “meaningfully use” those EHRs to improve care coordination, reduce health disparities, promote population health, enhance patient engagement, and maintain patient privacy.

Eligible providers and hospitals benefit greatly from transferring patient records from the filing cabinet to the computer. Information becomes instantaneously available to inform improved patient engagement and person-centered care decisions. Most importantly, this information can be used to manage a patient’s care across the many health systems he or she uses.

However, therein lies the rub: Cross-systems, patient-centered care is only possible when all providers are operating on a level playing field. Notably absent from HITECH are EHR and meaningful use incentives for behavioral health, long term care, and other post-acute and safety net health care providers. The decision to exclude these providers was somewhat paradoxical considering the Act’s aims of improved coordination and a greater focus on population health.

A report issued by HHS in 2013 shows that excluded from the Act are almost 16,000 nursing homes in the United States serving 1.3 million individuals at the cost of $143 billion annually. Also excluded are over 12,000 home health agencies which serve an additional 3.4 million individuals at an annual cost of $44 billion, and over 5,000 hospice organizations treating 1.5 million patients at a cost of $17 billion. As our nation ages, these numbers will grow dramatically. Improved coordination between acute care hospitals and long term care providers will be integral to decreasing avoidable admissions and readmissions, managing chronic disease, decreasing infection rates and complications, and facilitating stronger, more patient-centered end-of-life care.

Within the behavioral health field, almost 2,500 psychiatric hospitals were left out of the Act, which serve 2 million Americans at a price of $23 billion annually, along with 4,500 residential treatment facilities serving over 314,000 individuals with a cost of over $21 billion. Some of America’s most complex and costly medical cases have significant co-occurrence of behavioral health and physical health issues. This population has benefited little from a siloed approach to medical care. Failing to include behavioral health providers in EHR incentives has served in many ways to broaden the chasm between physical health and these very important systems of care.

Together, these five provider groups alone account for a total spend of almost $250 billion annually to treat 8.5 million Americans. And these are just a sampling of the providers who were left out of the HITECH Act. Inpatient rehabilitation facilities, community mental health centers, clinical psychologists, clinical social workers, FQHCs, rural health centers, ambulatory surgical centers, renal dialysis facilities, pharmacies, facilities for individuals with intellectual disabilities – and many more providers across the systems of care were given no incentive to adopt and meaningfully use EHRs for the millions of Americans whose “person centered” care depends on increased coordination with these services.

Market Forces at Work: Fortunately, where government incentives have failed these providers, competitive market forces are advancing innovation. Competition has pushed many providers who are not covered by HITECH incentives to adopt EHR platforms on their own dime. Providers of behavioral health and long term care services have recognized the power of EHR systems to improve care management, patient engagement, and coordination of services. A 2012 nationwide survey of PACE organizations (which provide long term, comprehensive managed care for the frail elderly) found that 69% of these organizations use EHRs and of those that do not, 63% reported plans to adopt EHR systems within the next 12 months. Further, a 2013 national report on home health and hospice providers shows that 78.1% use an electronic health record system. Similar industry reports show an equally surprising number of other long term care and behavioral health providers currently using EHRs.

Barriers to Entry: This is not to say, however, that adoption of EHRs within these industries has been as uniform as that taking place in the physical health world. The barriers to entry into health care’s electronic age can be prohibitive. Unlike acute care hospitals, many of these providers have traditionally operated in a low tech environment. The potential utility gained from the voluntary adoption and meaningful use of EHRs can seem quite distant and minimal to a small practice whose paper filing system has been in place for decades. Second, existing fee-for-service payment methodologies for behavioral health and long term care do not incentivize providers to use technology to drive down costs and increase coordination. Third, because these providers are not covered by the provisions and oversight of the HITECH Act which require EHR records to be certified and interoperable, they have hundreds of systems to select from, which vary significantly in quality. It can be difficult to differentiate between a high quality platform and an IT company that is out to make a quick buck selling a subpar system. The risks are huge. Adopting an EHR system means:

  • making a significant capital investment with a largely unpredictable ROI;
  • investing in training staff on how to use that system (which isn’t reimbursable time);
  • transitioning thousands of paper documents into electronic records;
  • and then, once all of this is done, learning how to leverage this new system to bring value to care delivery in a way that does not reduce revenue.
  • Lastly, if that system proves to lack interoperability with other systems, then the whole investment is a wash.

Without HITECH incentives, cross-systems sharing of health records to drive stronger patient-centered care is taking place only as fast as the competitive market allows. With perverse payment methodologies that reimburse volume over coordination and other regulatory barriers preventing the sharing of some data, the health care community must continue to pursue the noble goals of the HITECH Act with one hand tied behind its back. Government regulators at both the federal and state levels should work to address this through targeted incentive programs aimed at improving the use and interoperability of EHR systems throughout all health care systems.

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Texas Jones Act Lawyer And Jones Act Information #jones #act #attorney

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Jones Act Information Jones Act Lawyers In Texas

There are literally thousands of offshore jobs across the country, and the demand for offshore workers is high, but so is the rate at which injuries and accidents occur on offshore jobs. There are several reasons for this: offshore workers typically work long hours, there is a shortage of offshore workers, and demands for increased productivity are high.

The vast majority of offshore jobs are located in remote areas. This means, offshore workers are typically on site for several months (or more) at a time. While the company typically pays room and board, and offshore worker salaries are typically high, working an offshore job is probably one of the world s most dangerous occupations in the world.

While many offshore worker accidents and injuries are the result of human error or due to someone else s negligence, serious offshore injuries and even fatal accidents can occur as a result of everything from equipment failure, and exposure to hazardous chemicals and asbestos to exposure to harsh elements. If you or someone you love has been injured during any kind of offshore accident, you should contact a Jones Act lawyer immediately.

The Jones Act was originally adopted by the U.S. in 1920 as the Merchant Marine Act. The Jones Act is basically a federal law pertaining to a vessel owner’s liability to the captain and/or crew for work related injuries.

Offshore worker accident and injury cases are evaluated according to the country s complicated Jones Act and maritime laws so — you will need an experienced Jones Act lawyer to help oversee your case. Jones Act lawyers will also fall under Jones Act and Maritime Lawyers as well as Jones Act and Maritime Attorneys. If you decide to consult a worker s compensation or personal injury lawyer, be sure to ask if their practice area includes Jones Act and maritime law. Keep in kind that it s best to stick with Jones Act and maritime lawyers if at all possible.

A good Jones Act lawyer will fight to win your claim in order to help you recover lost wages and payments for medical bills, as well as any punitive damages for pain and suffering.

Thank you for choosing!

Find a Jones Act Lawyer or Attorney in Your State:

Have you been injured in an Auto Accident. Find a wealth of information on claims for injuries (Or even death ) sustained in a car accident, car accident lawyers. statistics on auto accidents, insurance claim details. how to reveive compensation for your damages.

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Nurse Practice Act, Rules – Regulations #npa,nurse #practice #act,all #pages

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Nurse Practice Act, Rules Regulations

Nurse Practice Acts Guide and Govern Nursing Practice

Why are there laws regulating nursing?

The practice of nursing requires specialized knowledge, skill, and independent decision making. Nursing careers take widely divergent paths – practice focus varies by setting, by type of client, by different disease, therapeutic approach or level of rehabilitation. Moreover, nurses are mobile and sophisticated and work in a society that is changing and asymmetrical for consumers. The result is that the risk of harm is inherent in the provision of nursing care.

Because nursing care poses a risk of harm to the public if practiced by professionals who are unprepared or incompetent, the state, through its police powers, is required to protect its citizens from harm. That protection is in the form of reasonable laws to regulate nursing.

What are the laws related to nursing?

More than 100 years ago, state governments enacted laws which protect the public’s health and welfare by overseeing and ensuring the safe practice of nursing.

All states and territories have enacted a nurse practice act (NPA). Each state’s NPA is enacted by the state’s legislature. The NPA itself is insufficient to provide the necessary guidance for the nursing profession, therefore, each NPA establishes a board of nursing (BON) that has the authority to develop administrative rules or regulations to clarify or make the law more specific. Rules and regulations must be consistent with the NPA and cannot go beyond it. These rules and regulations undergo a process of public review before enactment. Once enacted, rules and regulations have the full force and effect of law.

Although the specificity of NPAs varies among states, all NPAs include:

  • Authority, power and composition of a board of nursing
  • Education program standards
  • Standards and scope of nursing practice
  • Types of titles and licenses
  • Requirements for licensure
  • Grounds for disciplinary action, other violations and possible remedies

Why does a nurse need to know about the NPA?

The practice of nursing is a right granted by a state to protect those who need nursing care. The guidelines of the NPA and its rules provide safe parameters within which to work, as well as protect patients from unprofessional and unsafe nursing practice. The act is a dynamic document that evolves and is updated or amended as changes in scope of practice occur.

The laws of the nursing profession can only function properly if nurses know the current laws governing practice in their state. Ignorance of the law is never an excuse!

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Department of Labor – OFCCP – How to File a Complaint #employment #laws, #working #conditions,

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Because of temporary technical difficulties, the online complaint form cannot be electronically submitted. Please complete the form and submit it by mail or fax to the appropriate OFCCP regional office, or deliver it in person to any OFCCP district or field office.

How to File a Complaint

Do you believe that an employer doing business with the Federal Government has discriminated against you in hiring or employment? Do you believe that the reason for the discrimination was based on your race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran? Did you ask about or discuss your pay or that of a co worker and you were fired, demoted, or disciplined because of it? If you answered yes to any of these questions, you can file a complaint with the Office of Federal Contract Compliance Programs (OFCCP). An individual, organization, or group can even file a complaint on your behalf, or for anyone who may be the victim of employment discrimination by an employer doing business with the Federal Government.

You must file a complaint alleging discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, or based on compensation inquiries, discussions, or disclosures, within 180 days from the date of the alleged discrimination, unless the time for filing is extended for good cause shown. Some examples of what might be good cause include, the existence of some extraordinary circumstance that prohibited you from filing before the deadline such as a significant health issue, military deployment, incarceration, or possibly being unaware of the discrimination. These are only a few of the possible examples of good cause. If your complaint alleges a violation based on disability or status as a protected veteran, it must be filed within 300 days unless the time for filing is extended for good cause shown. Extensions of the filing time require approval by the Director of OFCCP.

You should include a description of the alleged discrimination and any other related information that would help OFCCP investigate your complaint. OFCCP will be revising its complaint form and instructions because of recent regulatory changes. Until that process is completed, please mark the box next to sex to allege discrimination based on sexual orientation and gender identity. If you are alleging discrimination based on discussing pay, please write pay secrecy in the place where the other bases for an OFCCP violation are listed and indicate that pay secrecy is the basis of the complaint clearly in the narrative section of the complaint form. As is always the case, you should describe the actions that you believe resulted in the discrimination in the narrative section.

Complete and File the Complaint Form

Step 1:

Download the electronic Complaint of Discrimination in Employment Under Federal Government Contracts form. If you have difficulty downloading the form you may need to install free software that converts PDF files to viewable documents. For your convenience, we have provided a link to software provided by Adobe Systems Incorporated . This link is in no way an endorsement of either Adobe Systems Incorporated or Adobe Software.

Step 2:

Complete the Complaint of Discrimination in Employment Under Federal Government Contracts form and submit it by:

  • filing the complaint form electronically with the appropriate OFCCP Regional Office ; or
  • mailing or faxing the complaint form to the appropriate OFCCP Regional Office ; or
  • filing the complaint form in person with any OFCCP District or Area office .

The appropriate OFCCP regional office location is the office that covers the location where the alleged discrimination occurred. Your signature is required on the complaint form, if it is not on the form when you submit it, we will ask you to sign your form later. You may also submit a complaint by letter that includes all the information requested on the complaint form.

We will review your complaint form, or letter of complaint, and contact you if we need more information.

Step 3:

Call or visit any OFCCP District Area office if you have questions about the complaint process, want to discuss your complaint, or would like to learn where to file a complaint.

We Want to Know What You Think

OFCCP continues to be interested in improving its relationship with its customers, improving the technical assistance and outreach materials we provide to the public. If you have interacted with OFCCP through any of the ways listed below and you see areas where we can improve, please let us know by sending an email with your comments and suggestions to OFCCP s public mailbox .

  • Compliance evaluation
  • Complaint investigation
  • Technical assistance event
  • Outreach event
  • Telephone/help desk inquiry/email inquiry
  • Used, reviewed, or received technical assistance or outreach materials

Federal Workers Compensation Attorney Alan J #federal #workers #compensation #attorney, #lawyer #for #injured #federal #employees,

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Are you a federal worker who has been hurt on the job, or contracted a work-related disease? Do you have questions about FECA (the Federal Workers Compensation Act), or the OWCP (Office of Workers Compensation Programs)? Do you have questions about your rights in regards to Federal Workers’ Comp work injuries or diseases?

We represent our clients. We do not refer you to another firm. We are not a referral service. We do our own representation. Our fee schedule is beneficial to the injured worker pursuant to the guidelines established by the Department of Labor (DOL). We represent civilian workers injured overseas or on military bases (Defense Base Act cases), Non-Appropriated Funds Claims, and Longshore claims. We also represent workers exposed to nuclear radiation.

My Story: How I started practicing Federal Workers’ Compensation

Three weeks after I started practicing law in 1962, my father called me into his office to discuss a new case. Sitting in the client chair was a man wearing a blue uniform with the words “Post Office”. My father said: “AJ, I want you to represent this man.” I replied: “But Dad, I don’t know anything about Federal Workers’ Compensation.” He answered: “You already know more than most lawyers – at least you know it is a Federal Workers’ Compensation case.”

I have represented USPS workers from that day to the present. I now represent USPS workers in every state. Our firm provides legal representation throughout the United States for injured civilian employees of the Federal Government from all Federal Agencies including:

  • Post Office (USPS)
  • The United States Customs and Border Protection (CBP)
  • The Veterans Administrations (VA)
  • Department of Homeland Security (DHS)
  • The Federal Bureau of Investigation (FBI)
  • Social Security Administration (SSA)
  • The Drug Enforcement Agency (DEA)
  • Internal Revenue Service (IRS)
  • The Transportation Security Administration (TSA)
  • Department of Justice (DOJ)
  • Department of the Interior (DOI, Park Service)
  • Department of Defense (DOD)

At any point in the process of seeking Federal Workers’ Compensation or appealing a worker’s compensation case, the advice of an attorney is helpful.

Let our family fight for your family.

Federal Workers’ Compensation Attorney

OWCP Lawyer Alan J. Shapiro is the second-generation member of his family to practice Workers’ Comp law. His father, Maurice Shapiro, beganworking in this specialty in 1934; and Alan has carried on the tradition since his graduation from Case Western Reserve University School of Law in 1962.

Today, Alan practices Federal Workers’ Comp Law and State of Ohio Workers’ Compensation Law with his sons, Geoffrey J. Shapiro and Daniel L. Shapiro. Alan J. Shapiro is a Certified Workers’ Compensation Specialist in the State of Ohio. Alan has more than 44 years of experience in obtaining justice for injured workers. Geoffrey J. Shapiro offers clients more than nineteen years of experience in a wide variety of litigation matters. Geoffrey is also a member of the California Bar. Daniel L. Shapiro has practiced with his father in the area of workers’ compensation administrative law since 1992.

Alan, Geoffrey and Daniel Shapiro offer their clients experience, integrity, and an old-fashioned work ethic augmented by up-to-date technology.

. Practice Areas

  • Federal Workers’ Compensation Practice Nationwide
  • Office of Workers’ Compensation Programs (OWCP) claims
  • Federal Employee Compensation Act (FECA) claims
  • Longshore and Harbor Workers claims
  • Defense Base Act -Represent civilians working on military bases or for contractors overseas
  • Non-Appropriated Funds Claims
  • Ohio Personal Injury cases
  • OhioWorkers’ Compensation claim — in fact Alan Shapiro is a Board Certified Specialist in Workers’ Compensation claims

DISCLAIMER: The content of this Web site is intended to convey general information about OWCP Attorney Alan J. Shapiro. It should not be relied upon as legal advice. It is not an offer to represent you, nor is it intended to create an attorney-client relationship. The content of any Internet e-mail sent to OWCP Attorney Alan J. Shapiro at the e-mail addresses set forth in this Web site will not create an attorney-client relationship and will not be treated as confidential. All uses of the contents of this site, other than personal uses, are prohibited. Copyright 2009 Alan J. Shapiro. All rights reserved.